Director, HR Business Partner

What does it take to build a $10 billion brand from scratch? Show up. Solve problems. And care. Every product, customer, and decision matters, and always has to the people who built Skechers.

This is one of the great growth stories in consumer brand history. From a small Manhattan Beach startup in 1992 to the world's third-largest footwear brand, with 5,200+ stores and products in over 180 countries. Skechers has built its success on three core strengths: product innovation, supply chain excellence, and unmatched speed-to-market. In practice, that means we move fast here. From a first sketch to a store shelf in a fraction of the time it takes others.

While much of the industry fights for single-digit growth, Skechers has delivered double digits, year after year. That kind of growth creates real opportunity. More stores opening, more markets, and more opportunities for people to grow.

Skechers is built on people who move fast, think big, and take ownership –on a salesfloor, in a warehouse, and at headquarters alike. People who care deeply and act with purpose, wherever they show up to do it. If that's how you operate, we'd like to meet you.

The Director, HR Business Partner sits at the intersection of business strategy and people decisions, and that's exactly what makes it hard to do well. This is not a role where HR reacts to what leaders ask for. The expectation is that you see what's coming before they do and get ahead of what the business will need before it becomes urgent.

You will serve as the primary HR partner for assigned corporate business units, owning the relationship with senior leaders and executives while bringing the full capability of the HR organization to bear behind the scenes. The leaders you support will look to you for counsel, not just coordination. That requires earned credibility, sound judgment, and the ability to influence decisions that actually move the business forward.

If you are a senior HR professional who thinks like a business leader and builds trust by delivering, this role was written for you.

This position is hybrid with one day work from home.

• Own the partnership.Serve as the single point of contact for assigned corporate business units. Senior leaders and executives should know exactly who to call, and trust that the your answer reflects the full capability of the HR organization.
• Get inside the business.Develop a command of your client groups' strategy, revenue drivers, cost structure, and workforce dynamics. The best HRBP in the room is the one who already understands the business before the conversation starts.
• Influence decisions that matter.Bring data, business insight, and sound judgment to conversations where the outcome is not yet decided. Challenge assumptions with evidence. Help leaders make better calls.
• Lead talent planning.Drive succession planning, leadership development, workforce planning, and organizational designfor your client groups. Identify gaps before they become hiring emergencies or performance crises.
• Coach leaders on the hard stuff.Support senior leaders through performance management, organizational change, team effectiveness, and leadership development. The coaching that actually makes a difference happens in direct, candid conversations.
• Navigate employee relations with precision.Guide leaders through complex, sensitive workplace situations. Partner with People Compliance on investigations and matters that carry legal or organizational risk. Know when to escape and when to lead.
• Make data speak.Use Workday, Excel, and workforce analytics to surface insights that inform decisions. Build presentations that make senior leaders lean in, not tune out.
• Contribute to the bigger HR picture.Show up as…